● relationship with line managers – specialist/line liaison; ● role of HR specialist – specialist managers – ambiguity, tolerance, flexibility. The main distinction between this model and what Brewster referred to as ‘the prescribed model’ was that the latter involves deregulation (no legal framework), no trade unions and a focus on organizational objectives but not on social concern. As set out by Maybe the characteristics of the European model are: ● dialogue between social partners; ● emphasis on social responsibility; ● multicultural organizations; ● participation in decision-making; ● continuous learning. 5. The 5-p’s model of HRM : Philosophy: Expressed in statements defining business values and culture. It expresses how to treat and value people. Policies: Expressed as shared values and guidelines. Policies establish guidelines for action on people related business issues and HR programs. Programs: Articulated as human resource strategy. These coordinate efforts to facilitate change to address major people related business issues. Practices: For leadership managerial and operational role practices motivate needed role behaviors. Processes: For the formulation and implementation of other activities these define how activities are carried out.
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